TO DISCLOSE OR NOT TO DISCLOSE? THE COMPLEX CHOICE FOR JOB SEEKERS WITH DISABILITIES

I’ve been asked multiple times how a candidate should answer the Voluntary Self-Identification of Disability question when applying for a job. There is no right or wrong answer. Choosing the best answer for you may be easier with some knowledge about the origin of the question and consideration of pros, cons and timing.

The standard voluntary disability disclosure question on job applications follows the wording required by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). It is used by federal contractors and subcontractors to comply with Section 503 of the Rehabilitation Act. The Rehabilitation Act of 1973 is still in effect, including Section 503, which governs disability inclusion requirements for federal contractors. There have been no changes to this law due to the Department of Government Efficiency (DOGE) or any recent government restructuring efforts.

Here’s the official wording of the question:

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunities to qualified people with disabilities. To help us measure how well we are doing, we are asking you to tell us if you have a disability or have ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out.

Your answer will be kept private and will not be used against you in any way.

What is a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

• Autism
• Blindness or low vision
• Cancer
• Cerebral palsy
• Deafness or hard of hearing
• Diabetes
• Epilepsy
• Heart disease
• HIV/AIDS
• Intellectual disability
• Missing limbs or mobility impairments
• Major depression
• Bipolar disorder
• PTSD
• Obsessive-compulsive disorder
• Schizophrenia

Please check one of the boxes below:
⬜ Yes, I have a disability, or have had one in the past
⬜ No, I do not have a disability
⬜ I do not wish to answer

Disclosing a disability on a job application is a personal decision that comes with both advantages and potential drawbacks. Here’s a breakdown of the pros and cons:

Pros of Disclosing a Disability

1. Legal Protections & Accommodations – Under the ADA (Americans with Disabilities Act), employers are required to provide reasonable accommodations. Disclosure allows you to request support early in the process.
2. Inclusive Employers – Some companies actively seek diverse candidates, including those with disabilities, and may have initiatives or hiring programs that benefit you.
3. Transparency & Reduced Stress – Being open about your disability from the start can alleviate stress about hiding it later or explaining gaps in employment.
4. Proactive Discussion of Needs – If you need accommodations during the hiring process (e.g., extra time for an assessment or an accessible interview location), early disclosure ensures these needs are met.
5. Workplace Culture Fit – Disclosing can help gauge whether an employer is truly inclusive and supportive of employees with disabilities.

Cons of Disclosing a Disability

1. Potential Bias & Discrimination – While illegal, bias still exists, and some employers may unconsciously (or consciously) favor candidates without disabilities.
2. Loss of Control Over Narrative – If disclosed too early, the employer may make assumptions about your abilities before you have the chance to demonstrate your skills.
3. Unnecessary Focus on Disability – Employers may fixate on the disability instead of your qualifications, making it harder to be seen as a strong candidate first.
4. Lack of Immediate Need – If your disability doesn’t require accommodations for the job, disclosing it may not be relevant at the application stage.
5. Privacy Concerns – Once disclosed, it becomes part of your employment record. Some people prefer to maintain privacy until they feel it’s necessary.

When to Disclose

• On the application – If you’re applying to a company known for inclusive hiring or if the application asks specifically (e.g., for voluntary self-identification for federal contractors).
• After receiving an interview offer – If you need accommodations for the interview process.
• After receiving a job offer – If accommodations will be needed for your role but not for the interview process.
• Never – If you don’t need accommodations and don’t want to disclose.

Checking the voluntary disclosure box can make a difference, but how it affects your application depends on the employer, the type of job, and whether the company is a federal contractor. Here’s what to consider:

How Voluntary Disclosure Works

• The voluntary disability disclosure question is typically included on applications for compliance with federal regulations, such as Section 503 of the Rehabilitation Act, which applies to federal contractors.
• The purpose is to help employers track diversity efforts, not to make hiring decisions based on disability status.
• Employers must keep this information confidential and separate from hiring decisions.

When It Might Be Beneficial

• Federal Contractors & Inclusive Employers – If the employer is a federal contractor, they are encouraged to meet disability hiring goals (7% workforce representation), which could make your application more appealing.
• Diversity & Inclusion Initiatives – Some companies actively seek candidates with disabilities as part of their DEI (Diversity, Equity, and Inclusion) goals. Checking the box could open doors to targeted recruitment programs.
• Preemptive Accommodation Planning – If hired, HR will already have a record of your disability status, making it easier to discuss accommodations later.

Potential Downsides

• Unconscious Bias – Even though hiring managers aren’t supposed to see this information, there’s always a risk of bias, especially in smaller companies where processes may not be strictly followed.
• Irrelevant to the Role – If your disability doesn’t require accommodations, you may prefer to disclose later (or not at all) to keep the focus on your qualifications.

How Disclosure Might Affect Your Application in a Competitive Pool

1. Applicant Tracking Systems (ATS) – Most large companies use ATS software to filter applications based on qualifications. The disability disclosure box is usually separate from this process and shouldn’t directly impact ranking.
2. Hiring Manager Bias – If the hiring manager has access to this information (which they shouldn’t), they might deprioritize your application, consciously or unconsciously.
3. Workplace Culture & Inclusion Efforts – Some companies actively seek candidates with disabilities, which could work in your favor. Others may see it as a complication, especially if they lack strong inclusion policies.
4. Perceived Accommodation Costs – Employers may (wrongly) assume that hiring a disabled candidate means extra costs or challenges, making them less likely to advance the application.

When Disclosure Is Less Risky

• If the company has a clear commitment to disability inclusion (e.g., part of the Disability Equality Index, recognized for hiring disabled employees).
• If the job is with a federal contractor aiming to meet disability hiring goals.
• If you need accommodations during the hiring process—better to disclose early so they can be provided.

Ways to Protect Your Application

• Highlight your qualifications first – Let your skills, experience, and achievements make the strongest impression before discussing disability.
• Disclose later if needed – You can wait until after a job offer to request accommodations unless you need them earlier.
• Research the company’s track record – Check reviews, DEI statements, and government compliance reports if available.

When Disclosure Is Necessary For Accommodations

You typically need to disclose that you require accommodations before the interview or any assessments if your disability affects your ability to participate in the hiring process. Here are common situations where early disclosure is necessary:

Timing to Disclose Accommodations Needs

1. Job Application Process – If the application itself is inaccessible (e.g., an online system that doesn’t work with screen readers), you may need to contact HR for an alternative method.
2. Pre-Employment Testing – If there are timed tests, cognitive assessments, or physical tasks required, and you need modifications (e.g., extra time, a quiet environment, screen adjustments), you should request accommodations when scheduling.
3. Interviews – If you need:
• A wheelchair-accessible location
• A sign language interpreter
• Materials in an accessible format
• Extended time for responses (e.g., for processing speed issues)
• Remote options instead of in-person meetings
4. Group Interviews or On-Site Evaluations – If an interview includes physical, sensory, or cognitive demands that could be challenging, requesting accommodations in advance ensures fair participation.

How to Request Accommodations Without Over-Disclosing

• Keep the focus on what you need, not the diagnosis.
• Example: "To fully participate in the interview, I will need captions for the video call."
• Example: "I have a condition that affects my processing speed. I will need extra time on timed assessments."

When You Can Wait to Disclose

• If your disability won’t affect the interview or assessment process, you can wait until a job offer is extended before requesting workplace accommodations.

The Disability Equality Index (DEI) is a national benchmarking tool that measures how inclusive businesses are for people with disabilities. It’s a joint initiative of Disability:IN and the American Association of People with Disabilities (AAPD).

Purpose of the DEI

• Helps companies assess their disability inclusion efforts.
• Encourages businesses to implement policies that support employees and customers with disabilities.
• Provides a public score that job seekers, investors, and advocates can use to evaluate a company’s commitment to disability inclusion.

How It Works

• Companies complete a self-assessment survey covering six categories:
1. Culture & Leadership – Senior leadership commitment to disability inclusion.
2. Enterprise-Wide Access – Digital, physical, and communication accessibility.
3. Employment Practices – Hiring, accommodations, retention, and advancement.
4. Community Engagement – Partnerships with disability organizations.
5. Supplier Diversity – Supporting disability-owned businesses.
6. Non-U.S. Operations – Global disability inclusion efforts.
• Companies receive a score from 0 to 100, with 80+ considered a "Best Place to Work for Disability Inclusion."

Why It Matters for Job Seekers

• A high DEI score signals that a company is more likely to provide an inclusive and supportive workplace.
• These companies are more likely to have accessible hiring processes and strong accommodation policies.
• Many large employers, including Microsoft, Google, and JP Morgan Chase, participate in the DEI.

The Disability Equality Index (DEI) is often confused with Diversity, Equity, and Inclusion (DEI) programs, but they are distinct concepts:

Key Differences

Why the Confusion?

• Both use the abbreviation “DEI” (though they mean different things in different contexts).
• Many companies fold disability inclusion into broader DEI initiatives, rather than giving it a standalone focus.
• Disability inclusion is sometimes overlooked in traditional DEI programs, leading to a need for specific benchmarking tools like the Disability Equality Index.

Bottom Line

• Checking the box won't automatically help or hurt your chances, but it may be advantageous in companies with strong inclusion policies.
• If you need accommodations during the hiring process, disclosure (either through the box or directly to HR) ensures you get the necessary support.
• If you’re unsure, you can leave it unchecked and disclose it later if needed.

It’s possible, though it depends on the employer and how they handle voluntary disclosures. While legally, hiring decisions cannot be based on disability status, unconscious bias and flawed internal processes can still play a role.